促进员工创新行为的组态研究——基于模糊集的定性比较分析

Research on the Configurations of Promoting Employec Innovation Behavior——Qualitative Comparative Analysis Based on Fuzzy Set

创新是企业发展的重要驱动力,以往对员工创新行为的研究,多集中于分析变量对结果的线性影响,难以系统分析各变量交互作用下结果产生的复杂机制。基于组态视角,对18家企业的182名员工进行了问卷调查,摒弃了传统的回归分析方法,运用模糊集定性比较分析方法,分析员工创新自我效能感、工作投入与组织创新氛围的差异化匹配,探究促进员工创新的组织创新氛围组态。研究发现了四类产生员工创新积极行为的组态:(1)以非高任务特性和高工作投入为核心的创新动机主导型;(2)以高任务特性和高创新自我效能感为核心的创新能力主导型;(3)以高创新自我效能感和高工作投入为核心的创新机会触发型;(4)以高主管支持、高组织理念、高任务特性和非高工作投入为核心的创新氛围主导型。本研究丰富并发展了员工创新行为相关理论,为企业管理者提供了如何提高员工创新行为的具体建议和措施。

Employees occupy an important position in the process of enterprise innovation and are participants and promoters of innovation activities.Therefore,how to stimulate the innovative behavior of employees is particularly important for the innovation and development of enterprises.On the one hand,an employee’s ability to innovate represents an employee’s competence for work,which will affect their sense of innovation and innovative thinking,and in turn affect their work style and efficiency.On the other hand,the employee’s innovation motivation represents the employee’s attitude towards work,which will affect their enthusiasm and initiative for innovation,and in turn affect their work results.In addition,an enterprise is a platform for employees to innovate,creating a good atmosphere for innovation,which can effectively give play to the innovation capabilities of employees and enhance their willingness to innovate.Existing studies have shown that employee innovation behavior is affected by multi-level factors such as organization and individual,among which organizational atmosphere is the exterior of employee innovation Environmental factors,innovation ability and innovation motivation are the individual factors of employee innovation,and the three directly or indirectly affect employee innovation behavior.However,previous researches on employee innovation behavior mostly focused on analyzing the linear effects of variables on the results,and it is difficult to systematically analyze the complex mechanism of results under the interaction of various variables.There is not a single factor that drives employee innovation behavior.Through traditional quantitative research,only the impact of a single factor on employee innovation behavior is concerned,and the interaction effect of different levels of factors on employee innovation behavior is ignored,and it lacks sufficient persuasiveness.The AMO theory provides a systematic analysis framework for the study of individual behaviors.An integrated theoretical framework is established from the three aspects of ability,motivation and opportunity,which can comprehensively consider multiple factors that affect individual behavior.The generation of employee innovation behavior is a complex system.The analysis framework provided by AMO theory better covers the factors affecting employee innovation behavior.Many factors that have been studied can be classified into employees’ innovation ability,innovation motivation and innovation opportunity.Extracting the most typical representative elements from these three aspects and studying the interactive effects of different combinations are of directional significance for deconstructing the promotion mechanism of employee innovation behavior.The qualitative comparative analysis method overcomes the problem of only analyzing the impact of a single or a few variables on employee innovation behavior in previous related studies.It can deeply explore the interactive influence of ability,motivation,and opportunity on employee innovation behavior from a systematic and comprehensive perspective.Effectively deal with causality such as asymmetry and multiple concurrencies.Therefore,this article introduces qualitative comparative analysis into the research of employees’ innovative behavior,and uses AMO theory to explore the influence mechanism of the combination of innovative self-efficacy,work input and organizational innovation atmosphere on employees ’ innovative behavior.The innovative self-efficacy is typical measurable indicator of employee innovation ability.Work input is an important indicator of the strength of innovation motivation,and the innovation atmosphere is a display indicator of employee innovation opportunities.Based on the configuration perspective,this paper conducted a questionnaire survey on 182 employees of18 companies,discarded the traditional regression analysis method,and used the fuzzy set qualitative comparative analysis method to analyze the differences in employee innovation self-efficacy,work input and organizational innovation atmosphere to explore the configuration of organizational innovation atmosphere that promotes employee innovation.The research found four types of configurations that produce positive employee innovation behaviors:(1) Innovation motivation-oriented with non-high task characteristics and high work input as the core;(2) Innovation ability-oriented with high task characteristics and high innovation self-efficacy as the core;(3) Innovation opportunities-triggered with high innovation self-efficacy and high work input as the core;(4) Innovation climate-oriented with high-level executive support,high organizational philosophy,high task characteristics and non-high work input as the core.This research enriches and develops the relevant theories of employee innovation behavior,and provides business managers with specific suggestions and measures on how to improve employee innovation behavior.This study puts forward a series of causal "secret recipes" through fs QCA,and organization managers can take action plans based on these "secret recipes" to realize employee innovation.For innovation motivation-oriented employees,provide them with less challenging types of work and cultivate their spirit of cooperation.For innovation ability-oriented employees,give them certain challenging pressure to stimulate their work potential.For employees who are triggered by innovation opportunities,provide them with resource support to give full play to their self-efficacy and enthusiasm.For employees who are driven by an innovative atmosphere,based on their certain work pressure and team assistance,improve their own initiative.Due to different company conditions and employee characteristics,the factors that affect their employees’ innovative behavior are also different.Only by matching the factors reasonably can the company’s innovative vitality be more effectively stimulated.